Who Should Conduct Job Interviews?
The employment interview has historically been and remains the single most common personnel selection tool despite overwhelming empirical evidence that interviews have low reliability and validity. Much research has been devoted to understanding how the characteristics of the interviewee, the biases of the interviewer, and the interview situation itself lead to superficial assessments and inaccurate predictions of job performance. There have been very few studies about individual differences among interviewers that account for variance in the reliability and validity of interviews. The few studies that have been conducted have involved simulated rather than actual interviews and suffer from a number of other methodological problems. The identification of individual differences that consistently or contingently influence the quality of interviewer’s decisions in either a positive or a negative direction, would have great theoretical and practical importance, and is the goal of this rese
